Understanding How HR Management Matches Enterprise Upwards

< p > < strong > initial stage, the entrepreneur is < a href= "http://www.91se91.com/news/index_c.asp" > HRD < /a > /strong > /p >

< p > start-ups have a clear goal, passion, teamwork and integrity.

Usually, the number of enterprises is still small, and there is no need for complicated processes and rules. More reliance is placed on mutual trust to facilitate work. Time and efficiency seem to be everything.

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< p > at this stage, enterprises do not need professional human resources management. To be exact, what is more needed is personnel management.

At this stage, the so-called human resource management is more focused on calculating wages for employees and doing some administrative duties.

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< p > some entrepreneurs are from big companies. They believe that if they want to do well, they must have a director of human resources, so they will start their job in the early stage of entrepreneurship.

But in fact, enterprises are usually small in scale at this stage and do not need the support of complicated management system. Only when enterprises are big enough, the boss can not manage so many people, do they need more management system, such as performance management, salary system, recruitment system construction, etc.

At that time, the director of human resources also came into being.

What's more, a ten or twenty person enterprise usually fails to recruit excellent HR Director.

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< p > then, is it necessary for a startup enterprise to need "a href=" http://www.91se91.com/news/index_c.asp "HR" /a "director? Of course, but the director of human resources is the entrepreneur himself.

At this time, enterprises are not relying on human resources department, but the enthusiasm of entrepreneurs.

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< p > < strong > turbulent period, HR management is indispensable. < /strong > /p >

< p > with the gradual development of enterprises, to a certain scale, they will enter a turbulent period.

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< p > enterprises at this stage, < a href= "http://www.91se91.com/news/index_c.asp" > management < /a > are more difficult and the number of outside staff is increasing.

People usually put forward different opinions and opinions on the development of the company, and the trust between people began to lack, and even the situation of self governance.

Because of the fast development rate or the fast changing market, everyone is tired of dealing with them, and there are different voices in front of the changes. At this time, the culture of the company needs to be established, the objectives of the company need to be determined, the behavior of employees needs to be standardized, and the measurement of performance requires standards.

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P also means that human resource management is becoming more and more important.

Since the company is big enough, the boss has been unable to manage and influence everyone. He needs more energy to consider the company's strategy and future.

At this stage, human resource managers should recruit corresponding personnel and establish recruitment system according to the development needs of the company. At the same time, in order to avoid the phenomenon of big meals, we should start building performance management system, and at the same time, we should start to pay attention to corporate culture construction, salary system and incentive system.

Only in this way can the company go ahead in the right track.

Human resources management at this time is more inclined to put people right, put people in good use, put the right people in the right place, give them the right salary and incentive.

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< p > therefore, it will impede the development of enterprises at this time.

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< p > > I have contacted a company like this. This enterprise has already gone out of its initial stage, and is in a turbulent period and occupies a certain position in the industry.

However, the company still adopts the start-up mode of personnel management. The core work of the Ministry of human resources is to pay wages, do attendance and sign contracts.

To make matters worse, everyone has the right to speak, but only to say no.

With the increase of market pparency, the increase of labor costs and the increasingly fierce competition in the market, the importance of human resource management has just been felt when the development of the enterprise begins to be stretched. So, please consult the consultant to sort out the performance. Of course, it is not too late to Epiphany.

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< p > < strong > mature period, staff and enterprise fit is the key. < /strong > < /p >

The business of P > mature period has been on the right track, and the strategy in the next 3-5 years has been very clear and the development of the company is becoming more and more stable.

At this point, the performance of enterprises may not rise rapidly, but it will never lose to the market.

Under normal circumstances, the gross profit of enterprises has been relatively solidified, but the cost is rising. At this time, we need to manage profits through process control and meticulous management.

Enterprises need to enter the rule of law stage from the rule of man, and more through the process and rules of the enterprise management.

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< p > in a mature enterprise, its stable business mode often makes employees lack of passion or personal growth goal is not clear. Therefore, in human resources management, we need more clear career planning, clearer personnel training system, need a set of operation mode to adapt to the organizational development, need to comply with the enterprise development stage of enterprise culture construction, so that employees can see the hope of development in the enterprise, rather than just see the bottleneck.

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< p > this is the stage of human resources development, that is, we are more concerned about the future development of employees and the fit with the development of enterprises, and not only require employees to work according to company requirements and job descriptions.

Enterprises need to find out employees' problems from the process of performance management, and assist them with training so as to enhance their ability to promote their development and ultimately achieve the purpose of organizational development.

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As far as I know, many enterprises in China are in the early stage of turbulence and maturity, and have not reached maturity. Therefore, it is not so handy when using human resources development. P

Although some enterprises have entered the mature stage, they are still using the methods of human resource management and personnel management in the past. Therefore, the employees lose their passion, instead of leaving a struggling enterprise for a long time, or becoming an inert insect.

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< p > < strong > change period, the enterprise set up staff to sing the opera < /strong > < /p >.

Enterprises in the period of P change will always take the initiative to challenge themselves. They lead the market, lead the industry and lead the future. They are more forward-looking, more sensitive and always have a sense of crisis.

Just like what Jim, Collins, a master of management, described in the book "the choice of excellence" in 2011, 10 of these enterprises grow faster than their competitors. They have three key characteristics, one is strict discipline, that is, doing things under the rules, two is constructive anxiety, that is, they will not be blindly optimistic, but they will not be pessimistic without reason; three, based on positivism creativity, that is, holding creativity is the source of enterprise development, but innovation is based on data analysis rather than self perception.

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< p > therefore, enterprises in the reform period should grasp these key points.

Make good use of their advantages - most of the enterprises in the reform period have a leading position in the industry, have a good brand effect, and are more likely to absorb talents.

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< p >, how can such an enterprise recognize and manage talents? We must know that at this time, employees are not only resources, but also capital, and the value generated after capital operation is huge.

Therefore, we need to provide employees with a larger platform, and even let them become shareholders of enterprises.

Now many enterprises are talking about the network organization structure. The significance lies in that the enterprise is a platform. The employees are performing on the stage, performing well and can be integrated into the enterprise.

Many companies even choose to let employees become small business owners, so that they can do things wholeheartedly.

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